Recession poll 2011 state localgov

SHRM Poll: The Ongoing Impact of the
Recession—State and Local
Government
June 4, 2012

The Ongoing Impact of the Recession:
State and Local Government

Introduction
Key Findings
Organizations’ Financial Health
Hiring
Recruiting Challenges
Demographics
Methodology

SHRM Poll: The Ongoing Impact of the Recession—State and Local Government ©SHRM 2012
2

Introduction

 Overall results have been released in three different topic areas:
 Recruiting and skill gaps (released November 7, 2011).
 Overall financial health and hiring (released November 22, 2011).
 Global competition and hiring strategies (released December 14, 2011).

 Industry-specific results are reported separately for each of the eight industries
included in the sample. These findings cover the results for the state and local
government. The following industries were also included in the sample:
 Construction, mining, oil and gas (released March 9, 2012).
 Manufacturing (released April 4, 2012).
 Finance (released June 4, 2012).
 Federal government (released June 4, 2012).
 Health.
 Services—professional.
 High-tech.

3

Key Findings: Organizations’ Financial Health

 What percentage of staff have organizations laid off since the U.S. and global
recession began in December 2007? Thirty percent of respondents from state and
local governments had not laid off any staff in 2011. More than one-third (37%) laid
off 1% to 5% of staff, and another 18% lost between 6% and 10% of staff.
Overall, the majority (85%) of respondents from state and local governments
indicated they had lost 10% of employees or less in 2011. This percentage is similar
to 2010, when 81% of these organizations reported losing less than 10% of
employees since the beginning of the recession.

 How does organizations’ financial health compare to 12 months ago? While close
to one-half (45%) of state and local governments reported being in either a mild or
significant decline compared with one year ago, one-quarter (25%) were in a mild
recovery, an increase from 11% in 2010. Slightly more than one-quarter (29%)
reported no change in the past year.

4

Key Findings: Hiring

 Are organizations hiring? Three-quarters (75%) of respondents from state and local
governments were hiring—an increase from 60% in 2010. The majority (80%) of
those who are hiring are recruiting nonmanagement hourly employees, and two-
thirds (66%) are hiring nonmanagement salaried employees. Just over one-half
(54%) are hiring other management-level employees, and about one-quarter (28%)
are hiring executive or upper management staff.

 Are organizations creating new positions or replacing jobs lost? In 2011, the
majority (80%) of state and local governments were hiring direct replacements of
jobs lost since the recession began, an increase of 19 percentage points compared
with 2010 (61%). Fewer organizations were hiring for completely new positions in
2011 (12%) than in 2010 (28%).

5

Key Findings: Recruiting Challenges

 Is recruiting for specific jobs difficult in the current labor market? Among state and
local governments that are currently hiring full-time staff, about one-third (34%) of
respondents indicated that they are having difficulty recruiting for specific open
jobs. When recruiting for jobs that require new and different skill sets, it has
become more difficult to find qualified individuals for these positions in 2011
compared with 2010. In 2011, about one-half (52%) of state and local governments
were finding it very or somewhat easy to find qualified individuals compared with
65% in 2010. The other half (48%) in 2011 were finding it somewhat difficult to find
qualified applicants, an increase from 35% in 2010.

 What types of jobs are the most difficult to fill? The top five most difficult positions
to fill for state and local governments are high-skilled technical positions
(e.g., technicians and programmers) (88%), high-skilled medical
(e.g., nurses, doctors and specialists) (85%), engineers (83%), scientists (80%), and
managers and executives (71%).

6


Organizations’ Financial Health

7

Thus far, what percentage of full-time jobs have been lost at your
organization since the U.S. and global recession began in December
2007? State and Local Government

Not applicable—did not lay off any 30% 2011 (n = 432)
staff
2010 (n = 454)
37% 85%
1% to 5% of staff

18%
6% to 10% of staff

10% or less (2011 data) 85%
*Less than 10% (2010 data) 81%

11% to 20% of staff (2011 data) 11%
* 10% to 20% (2010 data) 17%

3%
21% to 50% of staff
2%

0%
More than 50% of staff
0%

Note: Percentages may not total 100% due to rounding. An asterisk (*) indicates 2010 data had different categories than 2011 data: “Less than 10% of staff”
and “10% to 20% of staff.”
8

Thus far, what percentage of full-time jobs have been lost at your
organization since the U.S. and global recession began in December
2007? State and Local Government

Comparisons by industry

The federal government and the finance industry are more likely to have had no layoffs compared with the construction, mining, oil
and gas; manufacturing; state and local government; professional services; and high-tech industries.

Construction, mining, oil and gas (20%)
…are more likely to Manufacturing (21%)
Federal government (50%)
have had NO layoffs State and local government (30%)
Finance (45%)
than... Services—professional (30%)
High-tech (29%)

The construction, mining, oil and gas; manufacturing; professional services, and high-tech industries are more likely to have lost 21%
to 50% of staff compared with state and local governments.

…are more likely to
Manufacturing (14%)
have lost 21% to 50% of staff State and local government (3%)
Services—professional (10%)
than...
High-tech (9%)

Note: Only statistically significant differences are shown.

9

In relation to the U.S. and global recession, would you say your
organization's overall financial health is declining or recovering
compared with 12 months ago?

1% 2011 (n = 431)
In a significant recovery
1% 2010 (n = 451)

25%
In a mild recovery
11%

29%
No change compared with 12 months ago
25%

32%
In a mild decline
41%

13%
In a significant decline
22%

10

In relation to the U.S. and global recession, would you say your
organization's overall financial health is declining or recovering
compared with 12 months ago?
The construction, mining, oil and gas; finance; manufacturing; professional services; and high-tech industries are more likely to be in
a significant recovery compared with the state and local government.

Finance (11%) …are more likely to
Manufacturing (19%) be in a significant recovery State and local government (1%)
Services—professional (10%) than...
High-tech (14%)

The federal government is more likely to be in a significant decline compared with the construction, mining, oil and gas; finance;
health; manufacturing; state and local government; professional services; and high-tech industries.

Finance (3%)
…is more likely to Health (10%)
Federal government (29%) be in a significant decline Manufacturing (4%)
than... State and local government (13%)
High-tech (4%)

11


Hiring

12

Is your organization currently hiring full-time staff?

75%
Yes
60%

2011 (n = 432)
2010 (n = 448)

25%
No
40%

13

At what level(s) is your organization hiring?

Nonmanagement hourly employees 80%

Nonmanagement salaried employees 66%

Other management (e.g., directors, managers) 54%

Executive/upper management (e.g., CEO, CFO) 28%

Note: n = 319. Percentages do not total 100% due to multiple response options. Only respondents whose organizations were currently hiring full-time staff
were asked this question.
14

At what level(s) is your organization hiring?


The federal government, health industry, and state and local governments are more likely to be hiring executive/upper
management employees compared with the construction, mining, oil and gas industry.

be hiring executive/upper
Health (39%) Construction, mining, oil and gas (15%)
management employees
State and local government (28%)
than...

The professional services and high-tech industries are more likely to be hiring nonmanagement salaried employees compared with
the state and local governments.

Services—professional (78%) be hiring nonmanagement salaried
High-tech (91%) employees
than...


15

At what level(s) is your organization hiring? (Continued)


The finance, health, manufacturing, and state and local government industries are more likely to be hiring nonmanagement hourly
employees compared with the federal government, professional services and high-tech industries.

Finance (77%) …are more likely to
Health (89%) be hiring non-management hourly
Manufacturing (84%) employees
High-tech (51%)
State and local government (80%) than...


16

Which of the following best describes, in general, the nature of full-time
positions your organization is currently hiring?

12%
Completely new positions
28%

8%
New duties added to jobs lost (e.g., due to 2011 (n = 316)
layoffs, attrition) since the recession began 2010 (n = 250)
11%

80%
Direct replacements of jobs lost (e.g., due to
layoffs, attrition) since the recession began
61%

Note: Only respondents whose organizations were currently hiring full-time staff were asked this question.

17

Which of the following best describes, in general, the nature of full-time
positions your organization is currently hiring?


The state and local government is more likely to be hiring direct replacements of jobs lost since the recession began compared with
the construction, mining, oil and gas; finance; manufacturing; professional services; and high-tech industries.

…is more likely to
Finance (60%)
be hiring direct replacements of jobs
State and local government (80%) Manufacturing (54%)
lost since the recession began
than...
High-tech (39%)

The construction, mining, oil and gas; finance; manufacturing; professional services; and high-tech industries are more likely to be
hiring for completely new positions compared with the state and local governments.

Finance (29%)
be hiring for completely new
Manufacturing (32%) State and local government (12%)
positions
than...
High-tech (46%)


18

Compared with the skills required for jobs lost since the recession
began, do these completely new positions require any of the following
skills?

A mixture of new skills and the same
49%
types of skills

Approximately the same types of
43%
skills

Completely new and different skills 9%

Note: n = 35. Percentages do not total 100% due to rounding. Only respondents whose organizations were hiring full-time staff for “completely new
positions” were asked this question.

19


Recruiting Challenges

20

If the new jobs being created by your organization require new and
different skill sets, how easy do you think it will be—or has been thus
far—to find qualified individuals for those positions?

9%
Very easy 2011 (n = 44)
20%
2010 (n = 86)

43%
Somewhat easy
45%

48%
Somewhat difficult
35%

0%
Very difficult
0%

Note: This question was asked only of respondents whose organizations were hiring full-time staff for positions with “new duties added to jobs lost” or
“completely new positions” (see slide 17) that required either “a mixture of new skills and the same types of skills” or “completely new and different skills”
(see slide 19).
21

In general, in the current labor market, is your organization having a
difficult time recruiting for specific jobs that are open in your
organization?

Yes, 34%

No, 66%

Note: n = 302. Respondents who answered “Don’t know” were excluded from this analysis. Only respondents whose organizations were currently hiring full-
time staff were asked this question.
22

In general, in the current labor market, is your organization having a
difficult time recruiting for specific jobs that are open in your
organization?

The construction, mining, oil and gas; finance; manufacturing; professional services; and high-tech industries are more likely to be
having difficulty recruiting for specific jobs compared with the state and local governments.

Construction, mining, oil and gas (51%) …are more likely to
Finance (49%) be having difficulty recruiting for
Manufacturing (68%) specific jobs that are open in their State and local government (34%)
Services—professional (57%) organization
High-tech (71%) than...


23

Do you believe that your organization is facing global competition (i.e.,
competition from other countries) for jobs that your organization is
having difficulty filling?
Yes, 4%

No, 96%

Note: n = 96. Respondents who answered “Don’t know” were excluded from this analysis. Only respondents whose organizations were having a difficult time
recruiting for certain types of jobs were asked this question.
24

Do you believe that your organization is facing global competition
(i.e., competition from other countries) for jobs that your organization
is having difficulty filling?

The construction, mining, oil and gas; federal government; health; manufacturing; professional services; and high-tech industries are
more likely to believe that their organization is facing global competition compared with the state and local governments.

Federal government (28%) …are more likely to
Health (27%) believe that their organization is
Manufacturing (27%) facing global competition
Services—professional (21%) than...
High-tech (42%)


25

Has your organization hired any workers from outside the U.S. in an
attempt to fill key jobs that have been difficult to fill?

Yes 11%

No 88%

No, but we are considering it 1%

No, but we have plans to do
0%
so in the next 12 months


26

Has your organization hired any workers from outside the U.S. in an
attempt to fill key jobs that have been difficult to fill?


The construction, mining, oil and gas, and high-tech industries are more likely to have hired workers from outside the U.S. in an
attempt to fill hard-to-fill jobs compared with state and local governments.

have hired workers from outside the U.S. State and local government (11%)
High-tech (50%)
than...


27

Has your organization hired any U.S. veterans in an attempt to fill key
jobs that have been difficult to fill?

Yes 37%

No 54%

No, but we are considering
6%
it

No, but we have plans to do
3%
so in the next 12 months


28

Has your organization hired any U.S. veterans in an attempt to fill key
jobs that have been difficult to fill?

The federal government is more likely to have hired U.S. veterans in an attempt to recruit for hard-to-fill jobs compared with the
construction, mining, oil and gas; finance; health; manufacturing; state and local government; professional services; and high-tech
industries.
Finance (13%)
…is more likely to Health (42%)
Federal government (96%) have hired U.S. veterans Manufacturing (44%)
than... State and local government (37%)
High-tech (34%)

The construction, mining, oil and gas; health; manufacturing; state and local government; professional services; and high-tech
industries are more likely to have hired U.S. veterans in an attempt to fill hard-to-fill jobs compared with the finance industry.
Health (42%)
Manufacturing (44%)
have hired U.S. veterans Finance (13%)
than...
High-tech (34%)
29

In general, what basic skill/knowledge gaps do job applicants have in
your industry?

Writing in English (grammar, spelling, etc.) 56%

Government/economics 41%

Mathematics (computation) 24%

Reading comprehension (in English) 24%

English language (spoken) 22%

Science 8%

Foreign languages 6%

Humanities/arts 4%

History/geography 4%

Technical (computer, engineering, mechanical, etc.) 1%

Other 6%

Note: n = 78. Percentages do not total 100% due to multiple response options. Only respondents whose organizations were having a difficult time recruiting
for certain types of jobs were asked this question.
30

In general, what applied skill gaps do job applicants have in your
industry?

Critical thinking/problem solving 53%
Professionalism/work ethic 49%
Written communications 46%
Leadership 43%
Oral communications 36%
Teamwork/collaboration 33%
Ethics/social responsibility 26%
Information technology application 26%
Lifelong learning/self-direction 26%
Creativity/innovation 24%
Diversity 20%
Other 10%

Note: n = 90. Percentages do not total 100% due to multiple response options. Only respondents whose organizations were having a difficult time recruiting
for certain types of jobs were asked this question.
31

Specific Job Categories Organizations Having Difficulty Recruiting

High-skilled technical (e.g., technicians, programmers) (n = 72) 88%

High-skilled medical (e.g., nurses, doctors, specialists) (n = 32) 85%

Engineers (n = 53) 83%

Scientists (n = 20) 80%

Managers and executives (n = 80) 71%

Skilled trades (e.g., electricians, carpenters) (n = 51) 61%

Accounting and finance professionals (n = 72) 56%

HR professionals (n = 61) 46%

Drivers (n = 36) 28%

Hourly laborers (n = 65) 21%

Administrative support staff (n = 92) 16%

Customer service representatives (n = 68) 14%

Note: Chart represents “somewhat difficult” and “very difficult” responses. “Not applicable” responses were excluded from this analysis. Only respondents
whose organizations were having a difficult time recruiting for certain types of jobs were asked this question. No statistics are provided for job categories where
the n is less than 20; therefore, the job categories of “production operators” (n = 19) and “sales representatives” (n = 8) were excluded from this analysis.
32


Demographics

33

Demographics: Organization Staff Size

1 to 99 employees 13%

100 to 499 employees 34%

500 to 2,499 employees 30%

2,500 to 24,999 employees 21%

25,000 or more employees 3%

Note: n = 405. Percentages do not total 100% due to rounding.

34

Demographics: Other

Does your organization have U.S.- Is your organization a single-unit organization
based operations (business units) only or a multi-unit organization?
or does it operate multinationally? Single-unit organization: An organization
in which the location and the 63%
U.S.-based operations only 100% organization are one and the same
Multi-unit organization: An organization
Multinational operations 0% 37%
that has more than one location
n = 417 n = 418

Are HR policies and practices determined by the
What is the HR department/function multi-unit corporate headquarters, by each work
you responded for throughout this location or both?
survey?
Multi-unit headquarters determines HR policies
55%
and practices
Corporate (companywide) 76%
Each work location determines HR policies and
Business unit/division 16% 1%
practices

Facility/location 8% A combination of both the work location and the
multi-unit headquarters determine HR policies 44%
n = 153
and practices

n = 151

35

SHRM Poll: The Ongoing Impact of the Recession:

Methodology
 Response rate = 15%

 Sample composed of 432 randomly selected HR professionals from state and local
governments in SHRM’s membership
 Margin of error +/-5%

 Survey fielded August 18-September 2, 2011

For more poll findings, visit www.shrm.org/surveys
Follow us on Twitter: http://twitter.com/SHRM_Research

Project leader:
Tanya A. Mulvey, survey research analyst, SHRM Research
Project contributors:
Mark Schmit, Ph.D., SPHR, vice president, SHRM Research
Evren Esen, manager, SHRM Survey Research Center
Copy editor:
Katya Scanlan, SHRM Knowledge Integration
36

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